How I work with leaders
Run personally by me. No associates, no handoffs.
Two offeringsRun personallyLimited intake
Alongside my operating role as Group COO, I take on a small number of advisory engagements — deliberately few, so each one is run personally. The common thread: performance problems are usually diagnosed at the wrong layer. Companies reach for tools, processes, and restructurings, when the leak sits in how people actually decide, own, and behave.
I work at that layer — with evidence, not gut feeling.
Flagship engagement · 3–4 weeks · Fixed fee
The Human-Layer Audit
A focused, evidence-based review of where your organization actually loses performance — in how decisions are made, how ownership is distributed, and how work really flows. A clear map of the leaks, the numbers behind them, and a prioritized path to fixing what matters first.
Who it's for
Owners, CEOs, and leadership teams of companies from roughly 50 to 1,000+ people — typically before a restructuring, after growth has stalled, ahead of an aggressive scaling phase, or in the first months after a merger.
The three phases
3–4 weeks totalGround truth
An evidence-based look at how the organization actually works: how long decisions take and how often they're reopened, where ownership is clear and where it evaporates, how much senior time goes to coordination, and where work waits between teams. This is where the audit reads how people genuinely decide and collaborate — not how the org chart says they should.
Measurement
An evidence-based look at how the organization actually works: how long decisions take and how often they're reopened, where ownership is clear and where it evaporates, how much senior time goes to coordination, and where work waits between teams. This is where the audit reads how people genuinely decide and collaborate — not how the org chart says they should.
Findings and path
An evidence-based look at how the organization actually works: how long decisions take and how often they're reopened, where ownership is clear and where it evaporates, how much senior time goes to coordination, and where work waits between teams. This is where the audit reads how people genuinely decide and collaborate — not how the org chart says they should.
What you get
- A clear, honest map of where performance is actually leaking
- Baseline numbers you can re-measure against later
- A prioritized, structural action path — built for how your organization really operates
What it's not
- Not an engagement survey
- Not a culture workshop
- Not a software implementation
- Not a strategy retreat
Limited intake · A handful of audits per year
Start the conversationThe Engagement · Retainer · Max [3] Clients
Executive Sparring
Sparring, not performance. A standing advisory relationship for CEOs, COOs, and founders who need controlled pressure on the decisions that actually matter — and a partner who'll push back without flinching. You leave sessions sharper, not bruised.
What you walk away with
- A read on how your organization actually decidesnot the org chart, but the real paths: who's consulted, who quietly holds the call, where decisions stall. We start from how your people actually work, not how the structure says they should.
- The “why” beneath the problem you bringmost advice reacts to the symptom. We get to the behavior and decision pattern underneath it, so the fix holds instead of resurfacing next quarter.
- Decisions that stay decidedwhat we work through gets resolved and, on request, written down — on the record, not relitigated in three weeks.
- A standing partner who already has contextno re-explaining your company every time. The value compounds because I'm not starting cold each session.
- Built for
Founders past product–market fitCOOs inheriting operational chaosLeaders mid-restructure or post-M&A
- Not for
First-time managersAnyone looking for a coachAnyone looking for validation
A thirty-minute conversation. If I can help, I'll tell you how. If I can't, I'll tell you that too — and usually who can.